Why is onboarding crucial?
Onboarding starts on your new employee’s first business day and continues until they are fully integrated into the company
It typically takes between 12 to 18 months for the new employee to be full functional
In 2018, 835.296 employees changed jobs in Denmark.
25% of them left their new positions in the first 6 months
45% of all employees say there was no plan when they started.
88% of all organizations, according to their employees, are NOT good at onboarding
It costs enterprises typically 12 times an average employee salary if new employees leave their jobs within the first 4 to 6 months.
Onboarding
Good employee onboarding can increase your employee retention by up to 82%
Good onboarding can reduce time to performance by up to 60%
58% of employees are more likely to stay in the organization for more than 3 years if they experienced good Onboarding
Sales employees achieve their KPIs 62% faster if they have been through a good onboarding process.
Good onboarding strengthens the company culture and employees form social ties.
An actual onboarding course will, on average, free up 9 to 11 hours with the closest manager / colleagues.
10 Things to Consider in Your Onboarding Course
1
Make sure the onboarding content is relevant to the new employees.
2
If your organization uses an onboarding platform, make sure the content is dynamic, easily adjustable and simple. Big chrome-plated static digital learning solutions are not always the solution as your world changes – every day.
3
Buddy up. The best integration happens directly between people. Make sure all new employees get a buddy who follows and helps them.
4
Computer, telephone, access etc. MUST be ready prior to the first day.
5
Send survey to employees and measure their satisfaction. It would be possible to improve the process by listening to their experience.
6
Round the block – give the new employee the opportunity to get around in all departments. In addition to creating a lot of social relationships, they will also get a better impression of your organization.
7
Be transparent about your expectations to your new co-worker and tell them. A new employee would like to perform; guide them to the right path. If they perform, make sure that they know they are on the right track.
8
You must remember to onboard (re-board) the employee who switches jobs internally. It is at least as important to reboard existing employees as onboarding new ones.
9
When your employees are sick, pregnant or otherwise, make sure they come back well. You need to prepare them through a well thought reboarding process and make sure they (again) get off to a good start.
10
Onboarding is not a complex task; it is all about helping the new employee get started. Before throwing yourself into the very large chrome plated solution try starting out small. Build on a continuous basis with the feedback you receive from your employees.
